Instead of focusing energy on a perceived lack of talent, invest your leadership in solutions that develop the workforce we need today and in the future

Much is written about a talent shortage in the security industry. The theme weaves into presentations. We discuss it in the hallways, on podcasts, and when we get the chance. Many offer examples of their challenge to hire someone -- as evidence that we face a global crisis.

Is the shortage real or not?

The purpose of this slideshow is to challenge the blind acceptance that we have a problem. We need to stop using it as a convenient excuse. The scapegoat for why things haven’t improved. “If we only had more qualified people.”

Here are some considerations for why this is your opportunity to lead.

Security leaders suddenly tasked with growing their team put out requests on social media, call their contacts, and reach out to recruiters. Then they wait. They wade through resumes. They fret over descriptions, fumble through interviews, and try to find the right candidate.

Or maybe they just can’t find anyone. When asked, they gleefully respond to the myriad of surveys going around that their biggest challenge is finding qualified professionals.

Those surveys reinforce the perception. They let people off the hook. After all, if everyone has a problem finding talent… it’s not their fault.

It breaks down concentrations, current demand, migration, and the current pathways to enter the security field.

A quick read suggests the state of the current problem is overblown. We have more people employed in the field than jobs posted. A clear signal demand is high. It does come with a warning that we need more people to meet that rising demand.

On Twitter, Ben Jackson (@innismir) pointed out “The "body" gap is independent of the "talent" gap.”

That forces us to question whether we need more people, more talent, or more talented people. Further, do we we lack the actual talent? Or do we constrain the talent we have? Worse, are we overlooking the talent in front of us?

When finally granted the approval to add people to your team, what are you asking for? Are you searching for people in short supply? Or even people that don’t exist?

A common concern expressed by job seekers is the demand for extensive experience and certification for entry-level positions and pay. College students seeking internships to gain the experience cite similar frustrations.

If we have a shortage, why are we turning people away?

What are you offering to the people interested in your team? In turn, how much experience do you seek? Why? Is it realistic?

Here are some thoughts on How to find qualified people for your security team. Perhaps counterintuitive, as a first step, look for ways to avoid hiring people. Improve your tools and processes. Push what you can to other people -- especially if they can do the work better, faster, and cheaper.

When you decide you actually need to hire someone, take the time to distill to the competencies you seek. Focus first on the mindset and attitude necessary for success. The qualities harder to teach. Then identify the skills needed for success.

Start by learning about their approach, including constraints. Ask how you can contribute to their success (which drives yours). Find a way to work together to evaluate candidates. This is especially important as you shift from skills-based to competency-based hiring. Develop a way to share information. Refine the process.

What about the people you already have? How are you developing them for the roles? What about people in your organization with an interest in joining your team?

What are the competencies your team needs for success?

Is there a pathway for development? Is it published, shared, and used? Consider how to develop the talent available to you. If they already know the company -- a big benefit -- then what is the next best step for them to improve their security capability?

Most people consider it easier to keep talented team members than to hunt for new ones. What are you doing to keep the talent you have?

While money is sometimes a factor, people actually evaluate their situation on more. They look for transparency. They seek a sense of purpose. A way to voice their insights and experience. An opportunity to grow and develop.

A common mistake of management is trapping highly talented people in positions that serve the team, but not the individual. Feeling stuck, those people eventually look for a place to grow.

Security is at an interesting crossroads. At a time when everything is changing, the realization of the importance of security is increasing. That increases pressure on us to improve our efforts -- while trying to do more. Often with less.

To capitalize on the leadership opportunity, stop calling it a gap. Whether talking about the steps to take or the people you need, it’s not a gap. Others facing similar challenges of finding, grooming, and retaining talent ( a near universal problem) see it as an excuse.

The solution, then, is about a blend of people, process, and technology. Sounds oddly familiar. But it means reconsidering the tools and techniques. Pushing security to the edges. Allowing others to assume the responsibility. Often, they want it.